ANSWERS TO OUR MOST
FREQUENTLY ASKED QUESTIONS
Our pricing depends on three things:
1. The size of your organization or how much you intend to use. The more you use the lower the price.
2. We offer test packages ranging from 10 to 1,000 each offering special pricing discounts
3. Which assessments or tests you want to use. The more in depth the test the more it will cost.
You can pay a monthly or yearly subscription and have unlimited use or pay for what you use.
If you contact us with an idea of what you want, we can give you a rough estimate.
Embedded lie questions: Determine the honesty level of a candidate in all of our assessments.
Multi Trait questions: Many of our questions measure more than one quality. Because the questions are not just the same question worded differently, we can accurately determine a candidate’s consistency and measure exaggeration
Consistency Questions: Determine if a candidate is trying to trick the assessment. These questions also indicate reading comprehension issues.
Exaggeration: It is natural for people to try to put their best foot forward when interviewing. Our assessments detect these slight and extreme exaggerations and the results are adjusted accordingly. Some people go in the opposite direction and are very humble or extremely honest, we adjust scores for these people as well.
Both the Sales, People & Logic and IC People and Logic Ability assessments keep track of the time it takes a candidate to complete. Time is factored into the overall score on these assessments as well, but we do not cut candidates off at a certain time point.
Below are the following skill tests that both keep track of time and factor it into the overall score:
- Detail Test
- Logic Test
- Supervisor Test
- Basic Sales Test
- Product Sales Test
- Simple Math Test
- Hard Math Test
- Writing Test
Our Telemarketing Test, Easy Math Test, and Reading Test also keep track of the time and list it on the report, but do not factor time into the overall score.
“IC” stands for “Individual Contributor” and is best suited to test candidates who are in roles with individual contribution more so than a management or leadership role. The “SL” stands for “Sales and Leadership” and is best used for candidates who are in sales roles or high-level positions, managing and leading others.
We do our very best to maintain a quick turnaround time on assessment results.
For any in-depth assessment or basic skill test, you can expect to receive your candidate’s assessment results immediately after they have been completed.
For any interactive test results, we will manually upload those within 1 hour of completion, Monday through Friday, between the hours of 8 am to 5 pm PST, though we usually return them much sooner than that.
If an interactive skill test is completed over the weekend, we will have them uploaded within 1 hour from 8 am PST on Monday morning. You will receive an email notification that your tests are now available for download. They will also be attached to that notification email.
Unfortunately, we don’t share the questions on our assessments (for proprietary reasons) and we cannot share the answers either. Many of the traits, and therefore questions, are connected to others on the assessment, so it would be difficult to pinpoint the reasoning for one incorrect answer without examining all of the others that relate to it as well. Ultimately, we don’t share candidate answers to avoid misinterpretation of the results.
We understand the disappointment of meeting with what seemed like a great candidate who turns out to test poorly on the assessments. We recommend spending some time with us reviewing these results to help clarify any questions you might have.
Dishonesty is measured throughout in the way the candidate answers the questions. We ask things like “If I do not understand what a person says, I sometimes pretend as if I do.” And if the candidate answers true to this and several questions like this, we can conclude that they believe being dishonest at times/sometimes/most times is okay. This will reflect in high dishonesty/low personal honesty scores.
For Accuracy, we’re measuring a few things. In order to conclude that the test is accurate, we want to see honesty and consistency in the way the candidate filled out the assessments. If there are red flags on either one of those items, we can draw the conclusion that the accuracy of the test results are compromised.
Answering questions in an exaggerated manner indicates ‘always’ and ‘never’ thinking. Coupled with high scores on dishonesty, borderline personal honesty, and a 0 on assessment honesty indicates that the accuracy of the results are questionable because we can’t really tell if a candidate’s answers are true for them or if they are trying to present themselves a certain way. When we see exaggeration, this is often the case. Candidates know they’re taking a test for a job and want to “do well” so they may exaggerate what they think we want to see on the results. Well, the test picks up on that so it doesn’t help them after all.